The beginning of an interview is crucial—it sets the tone, influences the candidate’s confidence, and can either create a welcoming atmosphere or unintentionally introduce anxiety and bias. While it’s common to start with small talk, certain seemingly neutral questions can make candidates from marginalised backgrounds feel uneasy or put them in a position where their responses may trigger unconscious bias in the interviewer. By being intentional about the opening questions, interviewers can foster a more inclusive hiring process where every candidate feels valued and comfortable. Below, we explore examples of common questions that may cause unintended discomfort, along with more inclusive questions to start an interview and avoid bias.
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1. Avoid Questions That Make Assumptions About Background
Some common icebreakers, while well-intended, can highlight differences in socioeconomic status, nationality, or cultural identity—potentially making candidates feel like outsiders.
❌ “Where are you from?” 👉 This can make candidates feel “othered,” especially if they have an accent or an international background. It may also lead to assumptions about ethnicity or visa status.
✅ Alternative: “Can you tell me a little about your career journey so far?” 👉 This keeps the focus on professional experience rather than personal background.
❌ “Where did you go to school/university?” 👉 This question can introduce class bias, favoring candidates from prestigious institutions. It also assumes that higher education is a universal experience, which isn’t the case for many skilled professionals.
✅ Alternative: “What experiences—inside or outside of work—have helped shape your career?” 👉 This allows candidates to highlight relevant skills without the pressure of formal education credentials.
2. Be Mindful of Questions That Could Trigger Implicit Bias
Interviewers may unintentionally allow responses to shape their perceptions in ways that are unrelated to a candidate’s ability to do the job.
❌ “What do you like to do in your free time?” 👉 While this seems like a casual icebreaker, it can create bias based on socioeconomic status, culture, or disability. A candidate who cannot afford travel or expensive hobbies may feel pressured to fabricate an answer to fit in.
✅ Alternative: “Have you learned anything new recently—professionally or personally?” 👉 This shifts the focus to curiosity and growth rather than lifestyle.
❌ “Do you have any family/kids?” 👉 Asking about personal life can introduce bias, particularly for women, LGBTQ+ candidates, or those from cultures where family structures differ from the dominant norm.
✅ Alternative: “What motivates you in your work?” 👉 This keeps the conversation relevant while allowing candidates to share personal values if they wish.
3. Replace Stress-Inducing Questions with Open-Ended Ones
Some interview questions can inadvertently heighten anxiety, especially for candidates from underrepresented groups who may already feel additional pressure to prove themselves.
❌ “Tell me about yourself.” 👉 This question is overly broad and can put candidates on the spot, leading to nervousness. It can also invite unconscious bias if a candidate shares personal details unrelated to the job.
✅ Alternative: “Would you like to start by sharing a bit about your career path, or would you prefer I ask specific questions?” 👉 This gives candidates a choice in how they structure their response, reducing pressure.
❌ “What’s your greatest weakness?” 👉 This traditional interview question often puts candidates in an uncomfortable position and may disadvantage those who are not used to corporate interview norms.
✅ Alternative: “What’s an area you’ve been working on developing, and what have you learned from that process?” 👉 This keeps the conversation constructive and forward-looking.
4. Use Neutral Icebreakers That Build Comfort Without Exclusion
Instead of personal questions that might unintentionally exclude certain groups, opt for questions that help candidates ease into the interview while focusing on their professional perspective.
❌ “Did you watch [insert trending TV show/sports event]?” 👉 This assumes shared interests that not all candidates may relate to, potentially leading to awkwardness.
✅ Alternative: “Is there an industry trend or development that has caught your attention recently?” 👉 This allows candidates to engage in a discussion relevant to their field without feeling left out.
❌ “What’s your favorite holiday destination?” 👉 This can highlight socioeconomic differences and inadvertently put lower-income candidates in an uncomfortable position.
✅ Alternative: “What’s a place—real or fictional—that you’d love to visit one day?” 👉 This maintains the lighthearted nature of the question without making assumptions about financial background.
5. Give Candidates a Sense of Control Over the Interview Format
Empowering candidates to shape the conversation can help them feel more comfortable and confident.
✅ “Would you prefer I start with a general overview of the role, or would you like to dive straight into your experience?” 👉 This provides structure while accommodating different communication styles.
✅ “Some candidates like to discuss big-picture career goals first, while others prefer to focus on specific skills—do you have a preference?” 👉 This lets candidates engage in a way that feels natural to them.
Final Thoughts
Inclusive interviewing isn’t just about avoiding overt discrimination—it’s about creating an environment where every candidate feels welcome and assessed based on their skills and potential, rather than personal background or circumstances. By using inclusive questions to start an interview and avoid bias, interviewers can ensure that candidates from all walks of life start on equal footing, leading to a fairer and more effective hiring process.
Related Reading:
https://cultureplusconsulting.com/inclusive-recruitment-eliminating-bias-in-selection/
https://cultureplusconsulting.com/inclusive-recruitment-optimise-your-candidate-pool/
https://cultureplusconsulting.com/effective-unconscious-bias-training/
https://cultureplusconsulting.com/managing-bias-in-hiring-hire-the-best-candidate/
https://cultureplusconsulting.com/unconscious-bias-training-that-works/
https://cultureplusconsulting.com/a-ha-activities-for-unconscious-bias/